An Open Letter To HR Executives
There But For The Grace Of G-d Go Any One Of Us Dear Sir/Madam, We may not have met, but I’ve got your back. I’m on your side when it comes to using effective HRM practices and business rules to drive improved business outcomes in your organization. I know how hard it is to draw those [...]
Eight Characteristics Of Effective HRM And HRM Delivery Systems
In my last post, I told some all too typical business stories in which it was easy to recognize, in situ, really bad HRM policies and practices, HRM service delivery and HR technology use. Every manager has their own favorite such tales of woe, and my HR practitioner colleagues are awash in the fallout from such [...]
Clowns To The Left Of Us, Jokers To The Right: It’s Easy To Spot Ineffective HRM
Clowns To The Left Of Us, Jokers To The Right Of Us… I’ve been collecting stories for years. Family stories, stories about friends, about trips Ron and I have made, about colleagues and others with whom I’ve crossed paths professionally, about the highlights and lowlights (and lowlives) in my personal and professional lives. Now, with [...]
More Serendipitous Social Upside Vignettes
Continuing with my series on unexpected windfalls and other business benefits realized from socialworking, here are two more examples. I need to anonymize these to protect the member companies. One is a large retailer, the other is a large life sciences multi-national. Social Delivers the Goods (and more) We’ve all had that experience when we [...]
HRM Software/Services Q1 Vendor Briefings — It’s A Wrap!
In my first post in this series on learnings from my Q1 vendor briefings/demos, I wrote about the implications of HRM software and services vendor ambitions for buyers and, more generally, for the industry. In my second post in this series, I covered a wide range of changes in the context within which these vendors [...]
Is HR Really A Pink-Collared Ghetto?
HR Is A Dominated By Women But Led By Men I had planned to write this last September, so let’s just pretend that I did rather than wondering why I didn’t. It’s a critically important topic, and I hope that you’ll listen to the whole linked replay of the underlying discussion. We’re at a critical [...]
In Search Of HRM/HRMDS/HR Tech “Best” Practices
Of the many reasons cited for outsourcing one or more HRM business processes as well as for making investments in HRM software, none is more susceptible to marketing hype than that outsourcing providers and software vendors deliver “best” practices in HRM. The best HRM software, “out of the box,” may certainly deliver some good practices in [...]
In Search Of HRM/HRMDS/HR Tech “Best” Practices: Istanbul To Venice — Field Report Part II
Regent Seven Seas Mariner Underway The first part of this post was a personal report on our recent travels. In this second part, I want to share what I learned about our industry’s “best” practices along the way. More specifically, I want to describe some of the HRM practices that Regent Seven Seas uses to [...]
Legacy HRMS/Legacy Marriage: Sunk Costs Versus Innovation
Two completely unrelated conversations over the last week caused that ding ding thing in my brain that happens when the dots connect themselves and I have an aha moment. One of those discussions took place on a radio talk show I heard while driving to a meeting. The other was a courtesy call with the HR and IT heads…
More Of Naomi’s “Killer” Scenarios: KSAOC-Centric Strategic HRM
Figure 1: KSAOC-Centric, Strategic HRM One of the great debates in HR circles is over what is strategic and what is merely administrative with respect to human resource management (HRM) processes. That which is strategic, often referred to as talent management, is considered worthy of executive attention, academic research, attendance at expensive conferences, and the writing [...]
